A line that stops when the shift is short two people.
Line operators, quality inspectors, technicians and shift supervisors — hired against defined competencies and safety requirements, across sites, with the certifications verified before anyone walks onto the floor.
- No credit card
- No sales call
- No seat count
What hiring looks like here
The pressures that make manufacturing hiring different from everything else.
Written from operators’ descriptions, not from a category report.
A production line where being two people short stops the whole thing
Safety certifications that must be verified before site access, not after
Skills that are demonstrable but rarely written down on a resume
Hiring in waves when a new line or a new contract starts
Sites in industrial zones far from where the applicants live
Long-tenure roles where a bad hire is expensive for years, not months
How many hours is screening taking you?
Defaults set to a typical manufacturing operation. Change them to yours.
This calculates your time, not our results.
Built for how manufacturing actually hires
Four things a generic ATS doesn’t have a setting for.
Skills assessed, not claimed
Practical competencies tested directly, so a good operator with a thin resume isn’t lost to someone who lists things more confidently.
Assessments →Certifications verified before site access
Requested, tracked, and flagged as outstanding before a start date is confirmed. Nobody arrives at the gate missing a safety qualification.
Pre-Onboarding →One framework across every site
The same standard for a line operator in Greenville and in Toledo. Area managers see all sites against the same criteria.
Competency Framework →Wave hiring without a wave of admin
Open twenty positions and review them as one cohort. The configuration doesn’t change — the volume does.
Pipeline & Candidates →Configured for how manufacturing hires
The fields and configuration a manufacturing operation actually uses.
Every field on this screen is configurable. Nothing here is a demo dataset — it’s how the product is set up for a manufacturing operation.
The candidate side of the same system
The people you’re hiring in manufacturing aren’t on LinkedIn. They apply by text message, through a QR code at the counter, or by handing a printed resume to whoever happens to be nearby. The system handles all of those as valid applications.
The ones you don’t hire this time are the ones you’ll need next time. They don’t disappear when you close a role — they stay in your talent pool, searchable and contactable when the same position opens again in three months.
Every applicant gets a result: a confirmed shortlist place, or a message saying you’ve filled the role. That’s not a nicety. It’s the difference between someone who applies again next time and someone who doesn’t.
Thanks for applying for the Shift Lead role. We have your application.
Your application has been reviewed. We’ll be in touch within 24 hours to arrange the next step.
Where it connects
- Career GPTHiring & first 90 days
- Pre-OnboardingDocuments & day one
- Tanca HRMAttendance & payroll
- SkillifyLearning & development
These are the roles where a hire either works out for years or leaves in six weeks, and where nobody currently knows which of their hiring signals predicted it.
All of it, permanently.
No seats, no limits, no upgrade button.
Unlimited, permanently
- Pipeline & Candidates
- Talent Pool
- Competency Framework
- Assessments
- AI Interview
- Pre-Onboarding board
- Reports & Analytics
- Unlimited jobs
- Unlimited resumes
- Unlimited users
- Multi-site support
- English and Spanish resume reading
Monthly AI allowance
There is no upgrade button on this website.
What we can show you, and what we can’t yet.
We don’t have a published case study in manufacturing yet. Rather than fill this space with figures from another industry or a range someone else measured, here’s what actually exists: a product configured for how you hire, and a set of numbers you can generate from your own first role.
If you’d like to be the operation we write about, we’d rather earn that than borrow it.
Everything here is free to try.
No card, no call, no trial clock. Run one role and see your own numbers rather than ours.
You’ll see your figures from week one.
Time to first shortlist, screening hours, applications per site — measured in your account, not projected from a benchmark.
Early operations get direct access.
While we’re building out manufacturing, you’re working with the people building it.
Questions from manufacturing operators.
How are practical skills assessed?
Assessments are configured per role with specific tasks or scenarios. A line operator’s practical ability is tested directly; the result appears as a scored component alongside experience and certifications.
How are safety certifications handled?
Safety qualifications are marked as mandatory requirements per role. They’re requested through a secure upload during pre-onboarding and tracked as outstanding until received. Start dates are flagged until they’re cleared.
Can we run one standard across several factories?
Yes. The competency framework is shared across all sites. A quality inspector assessed in Greenville is assessed to the same standard as one in Chattanooga.
What about hiring waves for a new line?
Cohort review lets you open twenty roles and evaluate the applications together. Each candidate still has an individual record; the review workflow is designed for batch decisions.
Is this really free?
Yes, permanently. The ATS, pipeline, talent pool, assessments, competency framework, pre-onboarding board and reports are all included at no cost. There are no seat charges, no role limits and no application volume caps. AI features draw on a monthly allowance.
Do we need Tanca HRM for this to work?
No. The hiring system works standalone. Connecting Tanca HRM adds attendance data, payroll and the employee record handover — which enables the quality-of-hire comparison at ninety days — but the core system runs without it.
What happens to candidates we don’t hire?
They stay in your talent pool unless you delete them. When the same role reopens, the people who applied before are searchable, filterable and contactable. The pool is yours; it doesn’t reset between openings.
Who can see what?
Permissions are per role and per location. A hiring manager sees their own applications; an area manager sees their district; administrators see everything. There’s no cost difference between permission levels.
Skills assessed. Certifications verified. Line staffed.
Practical competencies tested directly, safety requirements tracked before day one, one standard across every factory.
- No credit card
- No sales call
- No seat count
Other sectors we work in
Retail & chain stores
One hiring standard across every store, with applications routed to the right district automatically.
Logistics & warehousing
Shift availability screened as a requirement, certifications verified before day one, every new-hire deadline watched.
Restaurants & hospitality
A shortlist before the manager’s shift ends, trial shifts confirmed, and the same role reopened without starting from scratch.
Contact centers & BPO
Language assessed consistently at volume, batch cohorts reviewed together, first-month attrition made visible.
Recruitment agencies & RPO
Client data separated properly, consent tracked per candidate, the whole system free so it doesn’t come out of your margin.